Leadership Coaching & Development
Inclusive Leadership – 21st
century skills
Presentation to the Change Management
Institute 16th September 2015
Rachael Ross
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Leadership Coaching & Development
Thank you for inviting me!
• Worked in the oil industry in industrial relations
• Change management at Fawley Refinery and beyond
• Founded Schneider - Ross in 1989 – a D&I practice
• Leadership coaching: EQ and CQ
• Theme of inclusive leadership - experience of working with global organisations & the challenges ahead
• Where next – for us all as change agents?
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Leadership Coaching & Development
Why Inclusive Leadership Now?
• Emotionally and culturally intelligent leadership
more vital than ever:
– Leaders’ resilience and flexibility in the dance of
change
– Geopolitical and organisational demands test how we
how we respond to difference
– Growing intolerance at waste of talent,
slow pace of change, poor decision making
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Leadership Coaching & Development
How are we doing in organisations?
• Playing at the edges to more playing on the field
• Diversity strategy for change set in principle for leading edge organisations
• McKinsey’s 26% success rate of change programmes
• More focus on inclusive culture and behaviour change
• An impatience for change – how do we change mind set around “other”?
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Leadership Coaching & Development
Leading by example: Vodafone
• Exec dedicated 1.5 days to develop strategy and
leadership expectations
• Delivered train the trainer programme to develop
internal resources
• D&I embedded in performance targets
• Cultural sensitivity means business: Al Johara : https://www.youtube.com/watch?v=h1o3Lfn6bxM
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Diversity With Inclusion
HIGH
Q2 Q4
Q1 Q3
LOW INCLUSION HIGH
• Diversity – Personality – Gender, ethnicity, sexual
orientation – Nationality, language – Age, disability, religion, family
status – Organisational – level, function,
location, contract
• Inclusion – Engagement – Respect – Leadership behaviours – Team working – Constructive challenge
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DIV
ERSI
TY
© Copyright Schneider-Ross, 2015
Leadership Coaching & Development
Leadership of difference
• Current challenge to leaders: to become fluent in
the “language of difference”
– Start with self awareness: what are my cultural norms,
preferences and prejudices?
– Notice more and be curious about difference
– Widen leadership styles to include coaching and
collaborative styles
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Leadership Coaching & Development
Leading by example:
Standard Chartered Bank
- Alan noticed that colleagues from Singapore and China
did not contribute ideas across a large group discussion,
and that US and UK bosses were speaking most
- He found out more about preferences around hierarchy
(power distance) and group harmony
- Now he runs global meetings differently: mini brainstorm
tables using post it’s for ideas, building up to a total
picture
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Leadership Coaching & Development
Inclusive leadership – what
do we mean?
• Self awareness of preferences
• Curiosity mindset
• Empathy
• Third level (deep) listening
• Skilful questioning and desire for
feedback exchange
• Communicating clear messages using
meaningful language
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Leadership Coaching & Development
Curiosity & Judgement
• A state of mind: Balancing “Curiosity” with
“Judgement”
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Leadership Coaching & Development
Empathy
Empathy – 3 stages:
• Tune in to others’ agenda and emotional content
• Acknowledge their position and emotions
• Align your message to resonate better with them
• NOT sympathy or always agreeing
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Leadership Coaching & Development
How do we best support & challenge
our leaders?
• As change agents:
- What are we doing already?
- How could we engage leaders on the journey and
help to open minds?
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Leadership Coaching & Development
Tel: + 44 (0) 7880 734288
www.rachaelrosscoaching.co.uk
www.schneider-ross.com
https://uk.linkedin.com/in/1rachaelross
@rachaelcoach
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